Harassment and Violence Prevention: Lessons 2026

Lesson 1: What counts as harassment and violence

Every Canadian jurisdiction has rules on workplace harassment and violence. Most security companies follow their province's or territory's occupational health and safety (OHS) law. Federally regulated workplaces follow the Canada Labour Code.

Law	How it defines the problem
Canada Labour Code (federal)	"Harassment and violence": any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness.
Ontario OHSA	Violence: physical force, attempts, or statements or behaviour reasonably seen as a threat. Harassment: a course of vexatious comment or conduct known or ought to be known to be unwelcome, including sexual harassment.
Alberta OHS	Violence includes domestic and sexual violence. Harassment can be single or repeated unwelcome conduct that offends or humiliates.
B.C. (WorkSafeBC)	Bullying and harassment: conduct a person knew or should have known would humiliate or intimidate a worker.

What is not harassment

Ontario, Alberta and B.C. all exclude reasonable management action done fairly: assigning work, scheduling, performance reviews, inspections and fair discipline. Minor disagreements between co-workers are generally not harassment either.

Harassment can happen in person, by phone, by text or on social media. In Ontario, even a single unwelcome sexual request or advance can be sexual harassment when it comes from someone who can give or deny the worker a benefit, such as a supervisor who sets shifts.

CCOHS notes that violence is more than physical assault. It includes threats (spoken, written, gestures or property damage), verbal abuse, bullying, physical attacks, vandalism and family violence that spills into work.

Lesson 2: Why security work carries extra risk

CCOHS lists security among the higher-risk occupations. Risk factors include:

Dealing with the public and enforcing rules
Handling cash or valuables
Working alone or in isolated areas
Late-night and early-morning shifts, and weekend nights near licensed premises
Dealing with people who are intoxicated, in crisis or upset

Controls that help

Good lighting, clear sight lines, cameras and controlled entrances
Check-in schedules and a buddy system for lone workers
Training in de-escalation and incident response
Never entering a situation you believe is unsafe; call for help instead

Lesson 3: What employers must do

Ontario

Have workplace violence and harassment policies, reviewed at least annually. If six or more workers are regularly employed, they must be written and posted.
Assess the risk of violence and have a program with controls, a way to summon immediate help, and a way to report.
Have a written harassment program, including an alternative reporting route if the supervisor or employer is the alleged harasser.
Investigate incidents and complaints, and give written results to the worker who complained and to the alleged harasser if they are a worker.
Share information about a person with a history of violence when workers are likely to meet them and face a risk of injury.
Take reasonable precautions when the employer knows or should know that domestic violence may put a worker at risk.

Alberta

Have a harassment and violence prevention plan, reviewed after incidents or changes, on request of the committee, or at least every three years.
Train workers to recognize, respond to and report incidents.
Investigate every incident, write a report, and keep it for at least two years.
Offer support to a worker who reports an injury or symptoms, including advising them to see a health professional of their choice. Time spent getting that treatment during work hours counts as time at work.

Federally regulated workplaces

The Work Place Harassment and Violence Prevention Regulations require a joint workplace assessment, a prevention policy and emergency procedures. Both the assessment and the policy are reviewed at least every three years. New employees must be trained within three months of starting, then at least every three years.

Lesson 4: Your role as a worker

Do not take part in harassment or violence. Alberta law says workers must not cause or participate in it.
Report harassment or violence you experience or see, using your employer's procedure. B.C. requires workers to report to the employer.
Cooperate with investigations and keep details confidential.
Employers must not punish workers for reporting in good faith or using their rights.

How to document

Date, time and place
Exact words or actions
Names of witnesses
Any messages, photos or camera footage
How it affected you and your work

Right to refuse

In Ontario, a worker may refuse work if they have reason to believe workplace violence is likely to endanger them. Harassment alone is not grounds to refuse; it should be reported and investigated. Follow your province's refusal process.

Lesson 5: Threats, domestic violence and support

Some behaviour is also a crime. Under section 264 of the Criminal Code, criminal harassment includes repeatedly following or communicating with someone, watching their home or workplace, or threatening conduct that makes them reasonably fear for their safety. Call police for threats, stalking and assaults.

Domestic violence at work

Treat it as a workplace safety risk, not just a private matter.
Tell your employer so a safety plan can be made with the worker.
Know the description of the person of concern and what to do if they arrive.
Call police immediately for threats or court order breaches.

After an incident

Get to safety and get medical help if needed.
Call police for assaults or threats.
Report to your supervisor and write your notes.
Use support services such as an employee assistance program, and see a health professional if you have symptoms.